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HR & PAYROLL

Home HR & Payroll EEO-1 Reporting Deadline Established For 2023, Employers
Should Prepare for Compliance!


EEO-1 REPORTING DEADLINE ESTABLISHED FOR 2023, EMPLOYERS SHOULD PREPARE FOR
COMPLIANCE!

Live Webinar

 * SPEAKER
   
   Margie Faulk - PHR, SHRM-CP

 * DATE
   
   Oct 26, 2023

 * TIME
   
   13:00 PM EST

 * DURATION
   
   90 Min

$229.00
Book Now
 * Overview
 * Speaker
 * CEUs

Overview:

 

The EEOC has announced that the long-delayed 2022 EEO-1 reporting period will
finally open on October 31, 2023. The deadline for filing will be December 5,
2023.

 

All employers with 100 or more U.S. employees and federal contractors with at
least 50 U.S. employees are required to submit an EEO-1 report to the Equal
Employment Opportunity Commission (EEOC) each year. The EEO-1 report provides
the EEOC with data about the size, location, race or ethnicity, and gender
demographics of an employer’s workforce. The 2022 report will have to be based
on a workforce payroll snapshot taken between October 1 and December 31, 2022.

 

The EEOC has stated that all updates about the 2022 EEO-1 data collection,
including an updated Instruction Booklet and Data File Upload Specifications,
will be posted to www.eeocdata.org/eeo1 on Wednesday, September 13, 2023.

 

As companies make all necessary programming changes this year to produce the
file in the new format, they should be mindful that with the renewal of the
EEO-1 form being applicable for one year only, there could be additional
formatting changes within the next 1-2 years (for example, the agency will
likely seek to revisit in some form or fashion its collection of data on
employee compensation and hours worked).

 

The Office of Management and Budget (OMB) told the EEOC in the renewal that EEOC
should work “closely with OMB to ensure that the collection is preparing to
become fully compliant with upcoming revisions to OMB's Standards for
Maintaining, Collecting, and Presenting Federal Data on Race and Ethnicity and
any associated OMB guidance.

 

The EEO-1 reporting deadline has become a moving target, so covered employers
need to sharpen their data collection and be ready to upload.

 

The EEOC and the U.S. Department of Labor Office of Federal Contract Compliance
Programs (OFCCP) regulations require eligible employers to file Standard Form
100 (EEO-1 reports) annually through the EEOC’s dedicated website for EEO-1
Component 1 data collection.

 

The purpose of collecting the data is to support enforcement actions, facilitate
research on employment patterns, and encourage self-assessment by employers,
according to the EEOC. Some companies voluntarily go a step further and publicly
release their demographic information to support their diversity efforts or
improve accountability.

 

Session Highlight:


·       Learn what the EEO_1 Reporting Instructions have changed, and which have
stayed the same.

·       Learn who is required to complete the EEO-1 Report

·       Learn how to use the proper categories to complete requirements.

·       Learn the best practices when getting employees to complete the
voluntary identification.

·       Learn what the changes are to complete the requirements of the EEO-1
reporting.

·       Learn what the categories are for completing the EEO-1 form within
compliance.

·       Learn how the EEOC will manage transgender and binary recording.

·       Learn how you should handle transgender reporting.

·       Learn how to use the EEOC’s EEO-1 Online Filing System (OFS).

·       Learn how Federal Contractors need to complete the requirements of risk
penalties.

·      Learn how the Office of Contract Compliance Programs has informed
participants of the 2019 Pay Data Reporting component 2 results will be reported
and         why.

·       Learn what companies have been selected to have their reports reviewed.

·       Learn what those companies can do to avoid having their reports
reviewed.

·       Learn if the Pay Data reporting component 2 is coming back.

 

Why Should You Attend:

 

Covered employers need to be ready to file their EEO-1 reports by the deadline
of December 5, 2023. If a covered employer fails to timely upload its data, the
EEOC has the power to seek a court order to obtain compliance. For federal
contractors or subcontractors, penalties for non-compliance could include the
termination of their contracts and debarment from future contracts. Making
willfully false statements on EEO-1 reports is a violation of federal law which
is punishable by a fine or imprisonment under the law.

 

Benefits For Attending:

 

This training will provide you with clarity on EEO-1 reporting and how to comply
& avoid penalties. In addition, each training I offer free customized compliance
tools for all attendees. Also get:


·       SHRM Recertification PDU Credits

·       Free customized compliance tools in the form of guides, templates,
policies, and toolkits

·       Additional HR Compliance Supplemental Slides

·       Free answer to all questions even after the training ends

 

Who Should Attend:

·       All Employers required to file EEO-1 reports

·       Business Owners

·       Company Leadership

·       Compliance professionals

·       HR Professionals

·       Managers/Supervisors

·       Employers in all industries

·       OFCCP federal contractors with 50 or more employees

·       Large Business Owners




Ask your question directly from our expert during the Q&A session following the
live event.

 




Margie Faulk is a senior level human resources professional with over 15 years
of HR management and compliance experience. A current Compliance Advisor for HR
Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for
major corporations and small businesses in the small, large, private, public,
Non-profit sectors and international compliance.  Margie has provided small to
large businesses with risk management strategies that protect companies and
reduces potential workplace fines and penalties from violation of employment
regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and
auditing, I-9 document correction and storage compliance, Immigration
compliance, employee handbook development, policy development, sexual harassment
investigations/certified training, SOX regulations, payroll compliance,
compliance consulting, monitoring US-based federal, state and local regulations,
employee relations issues, internal investigations, HR management, compliance
consulting, internal/external audits, and performance management.

Margie holds professional human resources certification (PHR) from the HR
Certification Institution (HRCI) and SHRM-CP certification from the Society for
Human Resources Management. Margie is a member of the Society of Corporate
Compliance & Ethics (SCCE).






1.5 SHRM-CP & 1.5 HRCI Credits


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